It’s the Most Wonderful Time of the Year (To Ensure That You Have Robust Workplace Policies in Place)

The lead up to the festive season is an ideal time for employers to ensure they have robust workplace policies in place. 

End-of-year celebrations can help strengthen workplace culture but can also give rise to conduct issues if not properly managed.

A Timely Reminder for Employers

Employers have an obligation to provide a safe workplace - including at work-related functions. Misconduct that occurs at a function, even after hours, can have serious consequences for both the employer and the employee.

Some key steps to help employers to meet their obligations are outlined below.

Before the Function

Before any function, employers should set clear expectations and take proactive steps to minimise issues, including the following:

• Remind employees of their obligations under relevant policies such as bullying and harassment, drugs and alcohol and social media.
• Set clear expectations of behaviour and conduct at any work function.
• Make it clear that any conduct that breaches a workplace policy will not be tolerated.
• Inform employees and guests when the function starts and, importantly, when it finishes.
• Liaise with the venue to understand what steps it will take to ensure responsible service of alcohol.
• Ensure food and non-alcoholic drinks are served at the function, particularly if the weather is hot.
• Create a clear plan on how inappropriate behaviour will be managed at the event. Nominate who will handle any issues that arise.
• Outline for employees the possible consequences if they behave inappropriately or breach workplace policies. In extreme cases, this may include termination of employment.
• Consider safe transport options, such as taxi vouchers or the use of a company Uber account for employees, to travel home from the event (not to an after-party) to ensure that employees travel home safely.

During the Function

• Appoint a senior person to be responsible during the function, monitor behaviour and intervene if necessary. The designated person should keep an eye out for intoxication or poor behaviour and address this promptly.
• Ensure that the venue enforces responsible service of alcohol.
• If something unexpected arises, address it promptly and calmly.

Start Now

If you don’t have workplace policies or they need updating, now is a great time to reach out. It’s not too late to update your policies, but you must ensure all employees are made aware of any changes.

For advice on employer obligations and employment related matters, please contact Heather Richardson.